When Lu Qi conveyed the salary appraisal system to the employees, it caused an uproar.

"Huh, that means you're only going to get 60 percent of your salary, what a," one programmer said angrily.

But not everyone thought the same as him, and someone immediately retorted: "You figured it out, it is a guaranteed 60% minimum, and there is an assessment score, if the score is high, then the score may be higher than before." Why do you keep thinking about messing around, we've been messing around for three years, and Yitang has been shut down! Now that the new company is here, no matter what you think, I'm going to work hard. Thinking that I still graduated from Tsinghua University, other classmates are now the backbone of large companies, and I only get 10,000 yuan a month, which is a shame!"

Lu Qi said appreciatively: "Xiao Liu said it well! In the past, in Yitang, I understood everyone's situation, so sometimes I turned a blind eye. But now everyone has come to a new starting point, and I also hope that everyone can cheer up! Star Technology is going to do a big business, which can be seen from the scale of the company, and I personally support the company's assessment system. Starting a company has never been about charity, the capable are on it, and the mediocre are let!"

Although there are still some employees who are not satisfied, but their arms can't reach their thighs, and you work in someone else's company, can you still go against the will of your boss?

............

Star Technology Company, the implementation of high welfare strict requirements, should be given to employees, can be given to employees, a little will not be stingy.

At the same time, the requirements for employees are also very high.

Employees who have the ability to have an attitude, are welcome, and will give you a great future.

If you have the ability and no attitude, and just want to mess around, please leave.

As for those who don't have the ability and no attitude, just kidding, that kind of person can't be recruited at all.

In terms of work system, it is very strict.

Eliminated at the end, mercilessly.

But in terms of welfare, Yu Wenfei is not stingy at all.

Food, housing, transportation, the three major aspects, all help employees think very thoughtfully.

............

In terms of eating, because the company is about to have thousands of employees, and will continue to recruit, there will be more and more employees in the future.

Then the company restaurant must be there.

Not only that, but it's quite large!

On the second floor of the office building, an entire floor is the company's restaurant, which is completely run by the company, employing dozens of chefs, and has a variety of flavors from all over the world.

Employees can help themselves with their work cards, and eat more or less for three meals a day!

But you can't waste it, the restaurant will have inspectors, and if you find waste, you will deduct performance points.

............

In terms of living and traveling, the consideration is even more thoughtful.

Some of the old employees who came from Yitang have already settled in the urban area, and the commuting traffic is more troublesome and takes too long.

The company paid for long-term rental of a few buses to transport employees to and from work in the city every day.

In addition, in Xinzhuang Science and Technology Park, there are also apartments, and Star Technology directly rented an apartment building as a staff dormitory.

According to the corresponding level of employees, they can live in the corresponding apartment type for free.

The worst, it is also a large suite for two people, with complete furniture and appliances, and the kind that can be checked in.

High-level employees, who can have studios, suites, three-bedrooms, and more.

The whole family can stay here.

..................

When it comes to employee levels, Star Technology has a new set of employee level system division and salary system, which was formulated by Yuwenfei himself.

This thing is very important, employees come to work, in addition to salary, but also pay attention to a future.

What is the future?

Isn't it just a promotion and a raise!

Some companies do not pay attention to this aspect, the organizational structure is simple and crude, and a few management positions are also controlled by old employees, and new employees cannot see the hope of promotion, and those who have some ability will soon leave.

But in Star Technology, in the level system designed by Yu Wenfei himself, this kind of thing is absolutely impossible.

Because here, I'm not afraid that you will be promoted, but I am afraid that you will not be able to last until the end!

The employee system of Star Technology, Yuwenfei is a reference to the system of large Internet companies in later generations.

In 2002, there was absolutely no other company with such a detailed and complex hierarchy, and when he came up with this plan, he was stunned.

"This ...... Is it necessary for such a complex level?"

Zhou Mengyi asked in surprise.

Effie and Hu Jingjing also looked like they were chachased.

Where have they ever seen this, Effie still studied business management, but in the organizational structure of the company she studied, she had never seen such a complex hierarchy division.

Normal companies are "business-supervisor-manager-director-vice president", and in most companies, being the vice president is the end, because the boss is the boss.

So, that's just five levels.

But Yuwenfei this ......

"That's because the scale of large Internet companies may be beyond the imagination of ordinary people in the future! The number of employees and the variety of positions will also subvert the concept of traditional enterprise management. Yu Wenfei explained with a smile.

In 2002, of course, there was no real Internet giant yet.

The largest Internet company in China is Sina, but at that time, there were only a few employees in Sina, less than 800!

At its most glorious time, Yitang had more than 1,000 employees, but many of them were full, part-time jobs such as temporary workers in branches and local pushers.

How many people were there in Tencent in 2002?

Not less than five hundred!

Of course, the current Tencent personnel, including Xiaoma, may not have imagined that without the emergence of Yu Wenfei, in another 17 years, Tencent Group will have 40,000 employees, with an average annual salary of 800,000 yuan!

Tencent is not the company with the most employees, if you are an e-commerce company according to the number of people, the number of employees is the largest.

More than ten years later, the largest number of Internet companies will be JD.com!

Because JD.com has its own business and self-built logistics system, the number of employees is very large.

Up to 160,000!

At that time, Alibaba and Ant Financial were only 100,000.

Another Internet giant, Tencent, has only 40,000 people.

This 160,000 is different from Foxconn's hundreds of thousands.

Foxconn is a factory, and most of the employees are assembly line workers, with large turnover and simple management.

JD.com's 180,000, although there are also a lot of couriers, but there are also quite a lot of technology, business, and management, and the management difficulty is much higher than that of factories like Foxconn.

Therefore, it is very important for the company to achieve that level, and a complete and huge promotion system.

JD.com and Alibaba's employee level division system is also the most complex, with many levels.

Yu Wenfei directly applied the division of the employee system of these two companies more than ten years later, because it has been proven to be easy to use.

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